We want to hear what is happening in your world. By sharing insights and experiences about your organization, credit union, and/or community, you can help other members who might be in similar situations. Click on "Add New Blog Post" to complete your blog entry. Remember to select the corresponding category to help members find entries that are most relevent to them.

Challenge of upskilling line managers "faces every type of firm"

27 January 2015 -

UK organisations are struggling to train managers that have the
closest contact with staffers, according to IPA research – and workers’
mental health is at risk

Matt Packer

Senior leaders throughout the UK have expressed mounting concerns
about how they will develop the skills and talents of their line
managers. According to a study published this week by business
consultancy the Involvement and Participation Association (IPA),
70% of HR officers, directors and chief executives have put “upskilling
line managers” in their Top Three of major challenges currently facing
their firms.

“Implementing organisational change” came a close second – with 65%
naming it in their Top Three – while “strengthening the leadership team”
trailed a distant third at 30%. Significantly, IPA’s data showed that
there was scant difference between the priorities and challenges of the
private and public sectors. The only notable change was that “improving
working relationships” came out with a slightly higher score of 35% in
the private sector, narrowly beating the “leadership team” issue that
came in third place overall.

The findings have presented bosses across the country with serious
matters to consider in the realm of workplace wellbeing. Indeed, IPA’s
figures have arrived hot on the heels of comments from business
psychologist Professor Cary Cooper, who told the recent Why Mental Health Matters conference
in London that most employee-engagement schemes have failed – and that
key areas of workplace happiness have deteriorated as a result. As
quoted in HR magazine, that malaise has led Cooper to conclude:
“Our line managers today are unfit for purpose. It’s rather sad in a
way, but they simply don’t have the interpersonal skills [they need].”

Other experts have highlighted the crucial role that skills play in
shaping company culture – a clear set of values that line managers are
often tasked with conveying to their staff. In a column this week for the Huffington Post,
Chartered Management Institute (CMI) chief executive Ann Francke argued
that the UK needs a “Culture Club”: a collective agreement among senior
leaders that they will regularly measure, and report on, their human
capital. In Francke’s view, that process is vital for ensuring that
people development drives and shapes company culture for the benefit of
all. “By championing greater development of skills and greater
transparency in people reporting,” Francke stressed, “we could foster
much-needed long-termism.”

However, despite the shortcomings that those experts have identified,
IPA director Nita Clarke provided a positive angle on the findings,
saying: “it is encouraging that organisations are recognising the
importance of enhancing the skills of both their line and senior
managers. Engaging for Success,
my review of employee engagement with David MacLeod, clearly showed
that engaging managers are one of the four key enablers of employee
engagement – alongside a strong and empowering leadership team. For
organisations undergoing change – which let’s face it, in current times
is all organisations – investment in both is likely to pay dividends in
delivering transformation.”

CMI director of strategy and external affairs Petra Wilton, said: “These results echo our own annual Future Forecast report
– which found that people development is one of the Top Three
priorities for employers in 2015 as they look to grow. Any organisation
that is serious about hitting the objectives ahead of it should be
looking at how it can develop its line managers. Whether through
management courses, management qualifications or the Chartered Manager award,
employers have huge flexibility to tailor development to meet their
needs. Without a renewed focus on developing managers, employee
engagement, productivity and bottom-line results will suffer.”

Powered by Professional Manager

- See more at:
http://www.managers.org.uk/insights/news/2015/january/challenges-of-upskilling-line-managers-face-every-type-of-firm?utm_source=Chartered+Management+Institute&utm_medium=email&utm_campaign=5298840_Insights&utm_content=$LINK_KEYWORD$&dm_i=SYT,35KM0,50LZQZ,BAXW2,1#sthash.oAm4BLTP.dpuf

Challenge of upskilling line managers "faces every type of firm"

27 January 2015 -

UK organisations are struggling to train managers that have the
closest contact with staffers, according to IPA research – and workers’
mental health is at risk

Matt Packer

Senior leaders throughout the UK have expressed mounting concerns
about how they will develop the skills and talents of their line
managers. According to a study published this week by business
consultancy the Involvement and Participation Association (IPA),
70% of HR officers, directors and chief executives have put “upskilling
line managers” in their Top Three of major challenges currently facing
their firms.

“Implementing organisational change” came a close second – with 65%
naming it in their Top Three – while “strengthening the leadership team”
trailed a distant third at 30%. Significantly, IPA’s data showed that
there was scant difference between the priorities and challenges of the
private and public sectors. The only notable change was that “improving
working relationships” came out with a slightly higher score of 35% in
the private sector, narrowly beating the “leadership team” issue that
came in third place overall.

The findings have presented bosses across the country with serious
matters to consider in the realm of workplace wellbeing. Indeed, IPA’s
figures have arrived hot on the heels of comments from business
psychologist Professor Cary Cooper, who told the recent Why Mental Health Matters conference
in London that most employee-engagement schemes have failed – and that
key areas of workplace happiness have deteriorated as a result. As
quoted in HR magazine, that malaise has led Cooper to conclude:
“Our line managers today are unfit for purpose. It’s rather sad in a
way, but they simply don’t have the interpersonal skills [they need].”

Other experts have highlighted the crucial role that skills play in
shaping company culture – a clear set of values that line managers are
often tasked with conveying to their staff. In a column this week for the Huffington Post,
Chartered Management Institute (CMI) chief executive Ann Francke argued
that the UK needs a “Culture Club”: a collective agreement among senior
leaders that they will regularly measure, and report on, their human
capital. In Francke’s view, that process is vital for ensuring that
people development drives and shapes company culture for the benefit of
all. “By championing greater development of skills and greater
transparency in people reporting,” Francke stressed, “we could foster
much-needed long-termism.”

However, despite the shortcomings that those experts have identified,
IPA director Nita Clarke provided a positive angle on the findings,
saying: “it is encouraging that organisations are recognising the
importance of enhancing the skills of both their line and senior
managers. Engaging for Success,
my review of employee engagement with David MacLeod, clearly showed
that engaging managers are one of the four key enablers of employee
engagement – alongside a strong and empowering leadership team. For
organisations undergoing change – which let’s face it, in current times
is all organisations – investment in both is likely to pay dividends in
delivering transformation.”

CMI director of strategy and external affairs Petra Wilton, said: “These results echo our own annual Future Forecast report
– which found that people development is one of the Top Three
priorities for employers in 2015 as they look to grow. Any organisation
that is serious about hitting the objectives ahead of it should be
looking at how it can develop its line managers. Whether through
management courses, management qualifications or the Chartered Manager award,
employers have huge flexibility to tailor development to meet their
needs. Without a renewed focus on developing managers, employee
engagement, productivity and bottom-line results will suffer.”

Powered by Professional Manager

- See more at:
http://www.managers.org.uk/insights/news/2015/january/challenges-of-upskilling-line-managers-face-every-type-of-firm?utm_source=Chartered+Management+Institute&utm_medium=email&utm_campaign=5298840_Insights&utm_content=$LINK_KEYWORD$&dm_i=SYT,35KM0,50LZQZ,BAXW2,1#sthash.h9qXzkls.dpuf

DEAR LADIES,

I would like to share this post

Challenge of upskilling line managers "faces
every type of firm"

27 January 2015 -

UK
organisations are struggling to train managers that have the closest contact
with staffers, according to IPA research – and workers’ mental health is at
risk

Matt Packer

Senior leaders throughout the UK
have expressed mounting concerns about how they will develop the skills and
talents of their line managers. According to a study published this week by
business consultancy the Involvement and Participation Association (IPA),
70% of HR officers, directors and chief executives have put “upskilling line
managers” in their Top Three of major challenges currently facing their firms.

“Implementing organisational change”
came a close second – with 65% naming it in their Top Three – while
“strengthening the leadership team” trailed a distant third at 30%.
Significantly, IPA’s data showed that there was scant difference between the
priorities and challenges of the private and public sectors. The only notable
change was that “improving working relationships” came out with a slightly
higher score of 35% in the private sector, narrowly beating the “leadership
team” issue that came in third place overall.

The findings have presented bosses
across the country with serious matters to consider in the realm of workplace
wellbeing. Indeed, IPA’s figures have arrived hot on the heels of comments from
business psychologist Professor Cary Cooper, who
told the recent Why Mental Health Matters conference
in London that most employee-engagement schemes have failed – and that key
areas of workplace happiness have deteriorated as a result. As quoted in HR
magazine, that malaise has led Cooper to conclude: “Our line
managers today are unfit for purpose. It’s rather sad in a way, but they simply
don’t have the interpersonal skills [they need].”

Other experts have highlighted the
crucial role that skills play in shaping company culture – a clear set of
values that line managers are often tasked with conveying to their staff. In a column this week for the Huffington
Post, Chartered Management Institute (CMI) chief executive Ann
Francke argued that the UK needs a “Culture Club”: a collective agreement among
senior leaders that they will regularly measure, and report on, their human
capital. In Francke’s view, that process is vital for ensuring that people
development drives and shapes company culture for the benefit of all. “By
championing greater development of skills and greater transparency in people
reporting,” Francke stressed, “we could foster much-needed long-termism.”

However, despite the shortcomings
that those experts have identified, IPA director Nita Clarke provided a
positive angle on the findings, saying: “it is encouraging that organisations
are recognising the importance of enhancing the skills of both their line and
senior managers. Engaging for Success,
my review of employee engagement with David MacLeod, clearly showed that
engaging managers are one of the four key enablers of employee engagement –
alongside a strong and empowering leadership team. For organisations undergoing
change – which let’s face it, in current times is all organisations –
investment in both is likely to pay dividends in delivering transformation.”

CMI director of strategy and
external affairs Petra Wilton, said: “These results echo our own annual Future Forecast report
– which found that people development is one of the Top Three priorities for
employers in 2015 as they look to grow. Any organisation that is serious about
hitting the objectives ahead of it should be looking at how it can develop its
line managers. Whether through management courses, management qualifications or the Chartered Manager award,
employers have huge flexibility to tailor development to meet their needs.
Without a renewed focus on developing managers, employee engagement,
productivity and bottom-line results will suffer.”